Project #49068 - Staffing and Labor Paper

You are required to pick a company.  I recommend using your own company.  You will begin the research with HR planning.  You will have to determine your planning time frame:  long-term, intermediate and short-term.  You will need to staff it accordingly and using newly used terms and concepts.  You can make this nonfiction or fiction to protect your company's imagery.  You will need to be knowledgeable about essential job functions  and required tasks needed to perform job.  What will your recruitment sources be?  Will you use more than one?  hire internally or externally, etc.  You will need to discuss how will HR work with management to retain its current workforce, will any services be outsourced and what type of employees will you have.  You will need to somehow incorporate and expand upon the terms retaliation, disparate treatment and disparate impact.  You will based the evidence on the 3 types f statistical evidence:  Flow statistics, stack statistics and concentration statistics.  You can also, include possible charges founded by the EEOC.  The result may end in conciliation, mediation or a cosent decree.  If you use the Bona fide qualification, please be sure to provide enough defense to do so.  If your company requires testing, it would be beneficial to use the race norming process.  Please elaborate.  You must indicate if your workforce appears to be a balanced workforce; if not why?  Possible, ADEA, ADA, PDA, IRCA, etc.  It is particularly important, to lok at possible trends affecting your workplace (i.e. mass exodus of employees from a particular division, minorities not represented throughout the company, harsher reprimands on a certain group, etc.).  Then, look at the Markov analysis to predict availabilities of historical patterns of job stability and movement of employees.  Basically, how long are employees staying in jobs in a particular area?   Are they leaving the company all together or transferring to another area, retirement, etc.  Are you prepared with replacement/succession planning to fill those linchins positions?  Do you see practices that align with the glass ceiling? 

Subject Business
Due By (Pacific Time) 11/30/2014 12:00 am
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